1. III Choosing the Right Method Chapter 10 Assessing Via Tests
Paper & Pencil
Work Sample
Situational Judgment (SJT)
Computer Adaptive
chapter 10 Assessing via Tests

2. Terminology Test Construct
“..objective and standardized procedure for measuring a psychological construct using a sample of behavior”
What are some examples?
Construct
“…fairly well developed idea of a trait.”
Most KSAOs
Kerlinger’s definitions
Give an example of a construct and operational definition using Kerlinger’s definitions –that’s IO related
chapter 10 Assessing via Tests

3. More terms Standardization
“…controlling conditions and procedures so scores among different people are comparable.”
What makes an interview a test rather than just an interview?
Does a test require a passive or active response (behavior) or can it be either?
chapter 10 Assessing via Tests

4. NORM-REFERENCED AND DOMAIN-REFERENCED TESTING
What’ the difference between the two?
(domain-referenced is also call criterion- referenced)
What are some examples (or situations) where the purpose would require one or the other? (thought question)
Hint: when criticality of performance is important or
where characteristics of the applicant pool may vary geographically or over time.
Which type requires statistical (correlational) and which type requires judgmental validation?
chapter 10 Assessing via Tests

5. TRADITIONAL COGNITIVE TESTS
Discrimination and generalization
i.e. recognize or discover relationships
Know, perceive, remember, understand, cognitive manipulation
Problem solving, evaluation of ideas
Compare and contrast
IQ, GMA, Cognitive ability
Also can be considered aptitude and/ or achievement
e.g. WPT with NFL players
(do you think scores are related to performance?)
chapter 10 Assessing via Tests

6. Cognitive Ability Off the shelf WPT WGCTA
DAT (Differential aptitude Test)
What is a job you would use each of them for?
What are the relative advantages and disadvantages for developing homemade tests vs. commercially available ones?
chapter 10 Assessing via Tests

7. PERFORMANCE TESTS Work Samples and Simulations Situational Judgments
How can they be both criteria and / or predictors? Give examples.
Work Samples and Simulations
“standardized abstraction of the work”
Give hypothetical examples of a high and low fidelity simulation
Developing Work Samples to measure “proficiency”
Would all or some of the tasks be measures for (1) selection v. (2) criterion?
Situational Judgments
Can be either multiple choice or video (higher fidelity)
With incremental validity over GMA, Personality, job experience (Chan & Schmitt, 02)
chapter 10 Assessing via Tests

8. Non-Cognitive Performance
Physical Abilities
See recent PTC newsletter on legal issues
Sometimes its difficult to set valid cut scores
Fitness Testing
a two edged sword for setting standards and not doing so. What is the legal conundrum here?
Should fitness testing be required for some jobs on a daily basis?
Should drug testing be performed for some jobs and not other?
Sensory & Psychomotor Proficiencies
chapter 10 Assessing via Tests

9. COMPUTERIZED TESTING Computerized Adaptive Testing (CAT)
What is a stenographer? Where did they go?
What are some psychometric problems with mass testing across different geographical locations that CAT can help with?
How can IRT help?
Computerized Adaptive Testing (CAT)
What’s the difference between linear testing and branching algorithms?
chapter 10 Assessing via Tests

10. ISSUES AND CONTROVERSIES
Setting Cut Scores –rarely recommended but often necessary:
Civil service
Licenses & certification
Cyclical hiring (needs forecasting estimates, e.g. teachers)
Sequential (for multiple hurdle)
Predicted Yield Model (Thorndike, ‘49)
Fluctuation of candidate qualifications varies
availability of openings varies
Depends upon accurate forecasting (history and research)
What are some consideration ?
Regression-Based Methods (see fig 10.2 p254)
chapter 10 Assessing via Tests

11. Issues and Challenges What is this global thing?
Translations of Psychomotor Instruments
Cross cultural testing a challenge:
Different approaches to testing
Test administration problems
Score equivalence
Considerations:
Use IRT to establish item equivalence
Develop “global” measures (Schmitt, Kihm & Robie, 2000)
What is this global thing?
chapter 10 Assessing via Tests

12. Tests and Controversy
Do we need licensing tests to establish credentials?
Do we need educational proficiency exams?
We will always assess; either
With tests (more objective)
With subjective judgment
chapter 10 Assessing via Tests